[HISTORY: Adopted by the Township Council of Horsham Township at time of adoption of Code (see Ch. 1, General Provisions, Art. I). Amendments noted where applicable.]
Administration of government — See Ch. 5.
Basis for administration of the system. Pursuant to Section 303 of the Charter, the personnel system of Horsham Township shall be administered based upon merit principal and other recommendations of the Township Manager.
Administration. The administration of the personnel system, exclusive of the Police Department, shall be the responsibility of the Township Manager.
Scope. Except as otherwise stated, the personnel system and all personnel policies, procedures and regulations shall apply to all nonuniform employees of the Township, except members of Council and other elected officials, and the appointed members of municipal boards and authorities.
General personnel policy. It shall be the policy of the Township that the following principles shall apply to the personnel system:
Employment with the Township shall be based on merit and fitness, free of personal and political consideration.
The Township shall not discriminate in any manner against any person on the basis of race, color, creed, religion, sex, age, national origin, or political affiliation with regard to employment in the Township.
All employees of the Township shall be “at will” employees, subject to discharge at the sole discretion of the Township Manager. Prior to discharge, the Township Manager shall conduct an exit interview with the discharged employee.
Positions having similar duties and responsibilities shall be classified and compensated on a uniform basis.
Just and equitable incentive and conditions of employment shall be established and maintained to promote efficiency and economy in the Township government.
It shall be the policy of the Township to require that the following principles shall apply to all employees:
All employees of the Township shall share common responsibility to provide efficient and dedicated services in the public interest.
Public employees are agents of the public purpose and are bound to discharge faithfully the duties of their office regardless of personal considerations. Their conduct in both official and private affairs should be above reproach at all times.
All appointment and promotions shall be made by the Manager at the discretion of the Manager, provided that appointment and promotions shall be based and merit and fitness for the position in question. The Manager shall prepare, subject to the approval of Council, job descriptions for each position detailing the skills, education, certifications and physical abilities required for each position.
The Township Manager shall prepare a classification of all Township positions based on duties, authorities and responsibilities of each position. The classification of positions shall be amended whenever warranted by change or circumstances.
Grievance procedures shall be set forth in the collective bargaining agreement between the Township and nonuniform employees. In the absence of a collective bargaining agreement, an employee who feels that he or she has been treated in a manner which is not consistent with this code or the resolutions of the Township which apply to the working conditions of said employee, he or she may present a grievance, in writing, in the following manner:
Step One: The employee shall orally explain his or her grievance to his or her immediate supervisor. If the employee does not have a supervisor, the grievance shall be directed to the Township Manager. The recipient of the complaint shall attempt to resolve the grievance to the mutual satisfaction of the employee and management within five working days of its presentation. The decision shall be reported to the employee orally. If the employee does not proceed with his or her grievance to the second step within two calendar weeks after receiving the decision, the grievance shall be considered to be satisfactorily resolved. All grievances must be communicated to the appropriate supervisors within 30 days of the date of the act or omission which gave rise to the grievance.
Step Two: Failing to receive satisfaction at the first step of the grievance procedure, the employee shall send a written statement of his or her complaint to the Township Manager. The Township Manager shall act on the grievance within 10 days of the receipt thereof. Depending upon the seriousness of the grievance, the time for action by the Township Manager shall be expanded pending an investigation of the grievance. In the event of an investigation, the Township Manager shall advise the grievant that an investigation is being pursued, and an answer to the grievance shall be given no later than 30 days from the date of the filing of the second step of this grievance procedure. A written answer to the grievance shall be sent to the employee, explaining the results of the Township Manager's deliberation. In the event the employee has no supervisor other than the Township Manager, the second and final step of the grievance shall be heard by Council.
Harassment claims. Council shall establish, by resolution, a procedure for the handling of claims of sexual harassment.
Hours of work, sick leave, vacation leave and holidays shall be established by resolution of Council, upon recommendation of the Township Manager, provided that said resolution shall be consistent with any collective bargaining agreement in effect at the time of the resolution.
The benefits and compensation of nonuniform employees shall be established by Council upon recommendation of the Township Manager and in accordance with all federal and state laws. The benefits and compensation of nonuniform employees shall be consistent with any collective bargaining agreement then in effect.
The Township Manager shall maintain a personnel file for each employee including materials, correspondence and records pursuant to the employee and his or her employment. Employees shall be allowed to review their personnel records upon request. However, all personnel information and records, except as they deal with compensation and benefits, shall not be a matter of the public record.
Employee benefits shall be established by resolution of Council, which resolution shall remain in effect unless and until revised by resolution of Council.